Personnel rules regarding talent acquisition and workforce planning.
Whenever a subordinate agency makes a competitive or non-competitive personnel change, the agency must submit a Personnel Action Request (PAR) to the D.C. Department of Human Resources (DCHR) for proc...
From time to time, employees will leave District government service to pursue new opportunities. This issuance provides guidance on how an employee may voluntarily separate from the District governmen...
The District of Columbia provides its employees compensation packages that include competitive salaries and benefits. In setting employee pay, we are guided by our responsibility to be both accountabl...
The D.C. Department of Human Resources promotes workforce diversity and fosters an inclusive work environment as part of its equal employment opportunity commitments. As part of these commitments, DCH...
As the District government strives to offer the greatest services to our residents, we use specific incentives to attract the best talent for positions that require specialized skillsets. This issuanc...
Employees in the Career Service and the Educational Service in the Office of the State Superintendent of Education serve at least a one-year probationary period upon first appointment to the Dist...
When there is a shortage of U.S. workers to fill certain jobs, agencies may elect to hire eligible foreign nationals to meet operational requirements. In other instances, agencies may wish to sponsor ...
The District of Columbia has over 30,000 jobs across the city. Although our workforce is split into various offices and departments, we are one government. Sometimes the city’s service needs may...
On February 22, 2019, the District government created the Pathway to Government Employment Partnership Program ("Career Pathways Program") to give graduates of District public high schools and recipie...
On January 31, 2020, U.S. Citizenship and Immigration Services announced the release of an updated version of the Employment Eligibility Verification (Form I-9). The Form I-9 helps employers, includin...
The DC Department of Human Resources (DCHR) is releasing the following guidance to agencies regarding agency realignments. This issuance provides guidance on the approval process, how agencies can req...
This issuance lists District government occupations and professions that require a license by District, state, or federal law. When a District government position requires an occupational or professio...
The District of Columbia government appreciates and recognizes the sacrifices made by our service members and their families. Despite this sacrifice, many veterans struggle to find civilian employment...
The District Leadership Program (DLP) is a paid internship program that provides undergraduate and graduate students training, leadership development, and on-the-job experience across various function...
The Learn Earn Advance and Prosper (LEAP) Academy provides unemployed District residents an opportunity to participate in a one year training and on-the-end work experience program. The D.C. Departmen...
In order to ensure that the movement of employees between District agencies does not impede government operations, it is critical that District agencies communicate and coordinate with one another dur...
NOTE:This instruction provides procedural guidance on the non-competitive conversion of a Term Appointment to a Career Service Permanent Appointment. This instruction provides procedural guidance f...
The purpose of this instruction is to remind pertinent staff in agencies under the personnel authority of the Mayor that, except as specified in this instruction, individuals hired in positions in the...
To provide general information on the Agency Reemployment Priority Program (ARPP) and Displaced Employee Program (DEP), the two (2) priority consideration programs available for eligible Career Servic...
This instruction explains the rules and procedures pertaining to time-in-grade requirements and restrictions, including the provisions for waivers of time-in-grade....
|202||Talent Acquisition (Generally)|
|205||Recruitment Strategies, Marketing, and Branding|
|206||Qualification and Evaluation Standards|
|207||Competitive and Non-competitive Actions|
|209||Temporary and Term Appointments|
|210||Job Postings and Areas of Consideration|
|211||Initial Screening, Rating, and Ranking|
|215||Foster Care Youth Employment Preference|
|217||Assessments, Evaluations, and Selection Procedures|
|218||Interview Panels and Other Assessment Tools|
|219||Special Employment Programs|
|221||Offers of Employment|
|222||Orientation and Onboarding|
|226||New Probationary Periods|
|227||Separation of Probationary Employees|
|228||Returning to Duty|
|229||Returning from Military Duty|
|230||Returning from a Workplace Disability|
|237||Restrictions on Employee Movement|
|240||Employees in the Office of the State Superintendent of Education|
200.1 The District of Columbia government employs dedicated people who are selected from the best qualified talent, considering the government’s immediate and long-term needs.
200.2 Employees are organized into one of six services: Career, Educational, Excepted, Executive, Legal, or Management Supervisory Service.
200.3 The provisions of this chapter apply only to applicants, candidates, and employees for or in the Career Service, and to individuals appointed, or reappointed, to a position within the Educational Service in the Office of the State Superintendent of Education, and, as provided in § 219.3, the Excepted Service. The provisions of this chapter do not apply to the Executive, Management Supervisory, or Legal Service, or the Excepted Service other than as stated in this provision.
200.4 This chapter does not apply to the recruitment, selection, or promotion of fire, police, or emergency medical services employees. Procedures for these activities are covered by Chapter 8.
201.1 Excluding jobs properly classified in the Educational, Excepted, Executive, Legal, or Management Supervisory Services, or as otherwise provided by law, all District government jobs are in the Career Service.
202.1 When used in the context of this chapter, talent acquisition refers to the District government’s efforts to prepare for future talent needs, attract highly skilled candidates to government service, and select individuals for employment.
202.2 All personnel actions appointing or affecting employees shall comply with the standards established in this chapter and any additional procedural guidelines issued by the personnel authority.
203.1 All provisions of contracts existing before January 1, 1980, between the District Government and labor organizations, shall remain in effect until their expiration.
203.2 The personnel authority shall implement a workforce planning process that identifies current and potential critical skills and knowledge gaps. Workforce planning data will be used to:
203.3 When required by the personnel authority, all agencies shall develop an agency-specific workforce plan. Agencies shall review and update their specific workforce plans biennially to measure progress and reflect changes in business strategy or operational goals. Agency workforce plans shall include the following metrics:
203.4 The personnel authority shall inform agencies of any requirement, and the applicable deadline, related to furnishing agency specific workforce plans. The personnel authority shall collect, aggregate, and analyze information from workforce plans to prepare recommendations for addressing workforce shortages.
204.1 The personnel authority may make noncompetitive emergency appointments for not more than thirty (30) days to provide essential services in situations of natural disaster or catastrophes when normal employment procedures are impracticable.
204.2 Pursuant to D.C. Official Code § 7-2304(b)(16), whenever there is an emergency executive order in effect, the Director of the Department of Human Resources, when necessary and appropriate to address the emergency, may authorize the appointment of qualified individuals into Career and Educational Service positions without competition.
205.1 The personnel authority shall develop and implement a recruitment strategy for attracting highly qualified talent. The strategy shall encompass methods that enable agencies to utilize workforce data to make budgeting decisions that provide the greatest value to residents, promote a singular employer recruitment brand, and clearly articulate a set of offerings provided to employees.
205.2 The overall development and application of recruitment-related marketing and communications strategies shall rest primarily with the personnel authority. The personnel authority is charged with oversight for the development of internal and external recruitment-related marketing and communications strategies for the agencies under its authority.
205.3 No marketing consultants, marketing research firms, social media consultants, advertising agencies, graphic design firms, or web design firms shall be hired to develop recruitment-related materials without the approval of the personnel authority.
205.4 In deciding the recruitment methods to use an agency shall identify the methods that will most likely meet the agency's mission, objectives, and hiring goals. However, all recruitment methods, including any template communications and marketing materials, should be approved by the personnel authority prior to their use. These include, but are not limited to draft, sample or template:
205.5 These provisions do not apply to any marketing strategy in use on the effective date of this section.
206.1 The Director of the D.C. Department of Human Resources (DCHR) shall establish standards with respect to education, training, experience, suitability, physical and mental fitness, or other criteria that agencies will then use to establish specific hiring requirements and evaluate applicants and employees for placement, consistent with all applicable laws and regulations. DCHR may use the United States Office of Personnel Management’s Qualification Standards, available at https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/, in the development of these standards. Agencies shall be knowledgeable about, and inform DCHR of, all relevant legal requirements and any changes to these requirements.
206.2 All positions shall be classified using the Office of Personnel Management Handbook of Occupational Groups and Families, available at https://www.opm.gov/policy-data-oversight/classification-qualifications/classifying-general-schedule-positions/occupationalhandbook.pdf, and may be modified or otherwise established by the Director of DCHR.
206.3 Possession of a current license shall be a required qualification for all occupations and professions for which a license is required by District or federal law.
206.4 Unless otherwise provided by law, the minimum age requirement for employment with the District government is sixteen (16) years old.
206.5 Employees shall be citizens of the United States, lawful permanent residents, or otherwise authorized to work in the United States by the U.S. Citizenship and Immigration Services.
206.6 All relevant paid and unpaid job-related experience shall be considered when evaluating candidates for employment and promotion.
207.1 All initial appointments, placements, and subsequent assignments and promotions shall be made by open competition, unless otherwise authorized by this chapter.
207.2 Notwithstanding § 207.1, the following actions do not require open competition:
208.1 A career ladder is a permanent appointment with a sequential series of positions and grades, in the same line of work, with duties that increase in difficulty from the entrance level to the grade level classified as full performance.
208.2 Career ladders shall be approved by the personnel authority. The full-performance level of a career ladder shall be no higher than grade 13 for professional, scientific, and licensed professional positions, and no higher than grade 12 for all other positions.
208.3 An agency may promote an employee within his or her career ladder non-competitively up to the full-performance level of the position.
208.4 Promotions within a career ladder are not guaranteed. For an employee to be eligible for promotion within a career ladder:
208.5 If an agency has a limited number of career ladder promotions available, the agency may promote employees on the career ladder based on seniority, merit, or any other reasonable factor.
209.1 The personnel authority may make a temporary appointment for a limited period of at least ninety (90) days up to twelve (12) months. A temporary appointment may be extended, provided the aggregate temporary appointment is less than twelve (12) months. Except for appointments made pursuant to § 209.4, temporary appointments shall be made through open competition.
209.2 The personnel authority may make a term appointment for a limited period of no less than twelve (12) months and no more than four (4) years. Term appointments shall not be used to carry out government business for an indefinite period. Except for appointments made pursuant to § 209.4, term appointments shall be made through open competition.
209.3 An individual appointed to a temporary or term appointment shall meet the minimum qualifications for the position.
209.4 Consistent with §§ 209.1 and 209.2, the personnel authority may make temporary and term appointments without competition when:
209.5 Notwithstanding § 209.1, a personnel authority may make a temporary appointment to a position in the Career Service for special needs for less than ninety (90) days without open competition.
209.6 An employee serving under a temporary or term appointment shall not acquire permanent status solely on the basis of their temporary or term appointment.
209.7 For appointments made under § 209.2, and except as authorized under § 209.8 the personnel authority may extend a term appointment, provided the employee does not serve in a term appointment for more than four (4) years consecutively.
209.8 When a term appointment is supported by grant funds, the personnel authority may extend a term appointment beyond the four (4) year limit, provided the grant supports a specific, time-limited project and is not indefinite in nature.
209.9 An employee continuously serving in a Career Service term appointment for more than four (4) years shall:
209.10 An employee serving under a term appointment is subject to any applicable probationary period.
209.11 After satisfactory completion of the probationary period, and prior to the expiration of the appointment, separation of a term employee shall be effectuated in accordance with Chapter 16.
209.12 The employment of an individual under a temporary or term appointment shall end on the expiration date of the appointment, on the expiration date of any extension granted by the personnel authority, or upon separation prior to the specified expiration date in accordance with this section.
209.13 A temporary employee may be separated without notice prior to the expiration date of the appointment, and without regard to the reduction in force provisions set out in Chapter 24.
209.14 Except for those excluded by § 240.1, appointments to the Educational Service (ES) are without job tenure and a date specifying the duration of a time-limited ES appointment shall have no effect on the employee’s job tenure status.
210.1 Each competitive appointment shall be advertised for not less than three (3) days.
210.2 The area of consideration for each posting shall be sufficiently broad to ensure the availability of high-quality candidates, considering the nature and level of the position(s). For most job postings, the area of consideration will be:
210.3 The minimum area of consideration shall be the agency, unless otherwise authorized by this chapter or the personnel authority.
210.4 Hiring by subordinate agencies for entry-level positions shall first be conducted pursuant to section 801(b-1) of the Comprehensive Merit Personnel Act, effective Mar. 3, 1979 (D.C. Law 2-139; D.C. Official Code § 1-608.01(b-1). If no one is selected through this process, then the position shall be filled using the procedures set out in this chapter.
211.1 This section applies to the initial selection of an appointee, and to the selection for internal placement of an employee when the internal placement is by open competition.
211.2 The personnel authority shall evaluate applicants on a 100-point scale.
211.3 The hiring process shall consist of an initial screening and up to a maximum of three (3) additional rounds of assessment.
211.4 Any employment preference points claimed by the applicant shall be added to his or her score in the initial screening process.
211.5 Each applicant who meets the minimum requirements for the position and who receives a score of seventy (70) points or more during the initial screening process is eligible for consideration for appointment. Applicants who do not receive a score of at least seventy (70) points shall be ineligible for further consideration.
212.1 Applicants for employment may be eligible to receive advanced standing towards placement when they claim one or more employment preferences: residency preference, veterans’ preference, or foster care youth preference.
212.2 An applicant who claims and qualifies for one or more employment preferences receives advanced standing towards placement by having each preference added to their initial screening score.
212.3 Applicants who claim an employment preference must provide documentation establishing eligibility. Applicants who fail to provide documentation shall have their application removed from consideration or their contingent offer of employment rescinded.
213.1 All job postings shall inform District candidates of their eligibility for any applicable residential hiring preference. Such job postings shall also inform candidates of the requirement to remain a District resident for seven (7) years if selected exercising the preference.
213.2 A District resident who claims residency preference shall be awarded a ten (10)-point hiring preference. The candidate must be a District resident at the time of application to claim preference.
213.3 Applicants who claim residency preference must certify that they are residents of the District and agree, in writing, to maintain residency for a period of seven (7) consecutive years from the date they are hired into the District government notwithstanding any subsequent details, reassignments, transfers, promotions, demotions, or any other internal movement.
213.4 Applicants who claimed residency preference shall furnish proof of residency in a manner prescribed by the personnel authority.
214.1 A veteran who claims and qualifies for a veterans’ preference and meets the qualifications of the position shall be awarded either a five (5)-point or ten (10)-point hiring preference. Points awarded shall vary based on the type of veterans’ preference claimed.
214.2 A veteran is eligible to claim a five (5)-point preference when he or she has:
214.3 A person who was separated with other than an honorable or general discharge may be entitled to the preference if they can show, to the satisfaction of the personnel authority, that the discharge was the result of discrimination. A veteran asserting his or her discharge was because of discrimination shall submit a claim and supporting evidence to the personnel authority. The decision of the personnel authority shall be final.
214.4 Any employee of the District who was entitled to veterans’ preference under federal law on January 1, 1979, and who has served in the federal government continuously since that date without a break in service of three (3) days or more, shall be entitled to the same preference for the duration of their service with the District.
214.5 An eligible veteran who has a service-connected disability or is receiving compensation, disability retirement benefits, or a pension because of a public law administered by the U.S. Department of Veterans Affairs or a military department, may claim five (5) more points in addition to the points he or she receives pursuant to § 214.2(a)-(c) for a total of ten (10) points, subject to the five (5) year limit established at § 214.2(d). However, the five (5) year limit shall not apply to veterans who are classified by the U.S. Department of Veterans Affairs as suffering a medical impairment of 30 (thirty) percent or more.
214.6 The spouse or domestic partner of a disabled veteran may claim a ten (10)-point hiring preference when the veteran is not fit to hold a District government position within the veteran’s primary occupation because of a service-connected disability but would otherwise be eligible for veterans’ preference.
214.7 A spouse or former domestic partner of a service member who dies while on active duty may be eligible to claim a ten (10)-point hiring preference. To be eligible, the applicant must not have remarried or entered into a new domestic partnership following the death of the service member. In addition, to be eligible, the former service member’s death must have occurred under circumstances that would not have been cause for separation with other than an honorable or general discharge.
214.8 There is no time limit for an eligible spouse or domestic partner to claim a veterans’ preference.
214.9 Retirees of the armed forces shall not be eligible to receive the preference.
214.10 Veterans shall be required to furnish one or more of the following documents upon request to receive veterans’ preference points:
215.1 A person who applies for a competitive appointment or promotion and who, at the time of application, is 18 to 21 years of age and is in foster care, or who is within five (5) years of leaving foster care, may be awarded a 10-point hiring preference. To be awarded the foster care youth hiring preference, the applicant must:
215.2 To receive preference, the applicant must provide a letter or other documentation satisfactory to the personnel authority, from CFSA or the Family Court of the D.C. Superior Court showing that the applicant is currently in foster care or showing the date the applicant left CFSA’s supervision.
216.1 Pursuant to § 211.5, each applicant who meets the minimum requirements for the position and who receives a score of seventy (70) points or more during the initial screening process is eligible for consideration for appointment. The eligible applicants comprise the “register” of eligible applicants.
216.2 For purposes of § 216.1, the personnel authority may develop and implement rating and ranking tools necessary for validating applicant scores and assessing candidates. If an applicant’s initial screening score is invalidated using these tools, the candidate may be rejected from further consideration.
216.3 A register shall remain in existence until exhausted, except when an earlier termination date is authorized by the personnel authority.
216.4 The personnel authority may require an applicant to provide documentary evidence of his or her qualifications and eligibility for any employment preference claimed prior to his or her inclusion in the register.
216.5 At the option of the selecting official, the number of applicants forwarded to the selecting official for his or her consideration shall be either the top five (5) or top ten (10) highest-scoring candidates.
216.6 Selecting officials shall employ assessment tools consistent with §§ 217 and 218 to select appointees from the applicants forwarded for consideration. If the position is not filled from the forwarded applicants, the selecting official shall provide a written justification for non-selection. Thereafter, the next five (5) or ten (10) highest scoring candidates shall be submitted to the selecting official for consideration. This pattern of justification for non-selection and submission of candidates to the selecting official shall continue until the position is filled or the register is exhausted.
216.7 Agencies may seek approval from the personnel authority to select candidates based on their initial screening scores rather than subsequent assessments or evaluations. When this occurs, the candidate who receives the highest score shall be given a conditional offer of employment for the position. In the event more than one candidate is tied for the highest score, a candidate shall be appointed based on the following order of priority:
216.8 Notwithstanding § 402.2, whenever an agency considers a current or former District of Columbia employee for a competitive appointment, the personnel authority shall conduct a general suitability assessment.
216.9 Should a candidate subsequently fail to meet any suitability requirements pursuant to Chapter 4, the selecting official may select another candidate in accordance with §§ 216.5 through 216.7.
216.10 Any candidates remaining on a register after a selection has been made may be transferred to the register for any established vacancy with the same area of consideration. The personnel authority is not required to make such a transfer.
217.1 All selection criteria shall be based on a job analysis of a single position, group of positions, an occupation, or a group of occupations having common characteristics. Selection criteria shall, at a minimum, include:
217.2 Competitive selection procedures shall:
217.3 All competitive selection procedures shall be properly validated prior to their use.
217.4 The personnel authority may refuse to examine, refuse to declare as eligible after examination, or withhold or withdraw from certification prior to appointment, any person who fails to meet the requirements of the position.
217.5 The personnel authority shall permit the rescheduling or alternate scheduling of an examination or interview for a candidate who was unable to attend the administration of an examination or interview because of the following:
218.1 Baseline interview questions and other assessment tools, such as writing exercises, must be submitted to the recruitment specialist prior to the evaluation of candidates.
218.2 When interviews are not used, assessment tools beyond the initial screening, such as writing samples or written examinations, shall be scored on a 100-point scale. Any preference points applied during the initial screening phase shall be added to points earned on the new 100-point scale.
218.3 When used, interview panels shall be comprised of a minimum of three (3) and maximum of five (5) individuals who have experience in or in-depth knowledge of the requirements of the position.
218.4 When developing a list of panel members, agencies shall identify two (2) alternates who may serve on the panel in the event a panelist is unable to attend an interview due to a personal emergency or scheduling conflict. Names of alternates must be provided to the recruitment specialist prior to the evaluation of candidates.
218.5 During, or immediately following a candidate interview, each panelist shall make notes of candidates’ responses to interview questions.
218.6 After all candidates have been interviewed, a selection shall be made by majority vote of the panel.
218.7 Final selections must be submitted to the recruitment specialist within two (2) days of the date of the last interview or assessment and shall include a written justification for the selection.
218.8 Final selections shall not be authorized without interview notes or other rating criteria from non-interview assessments, whichever applies.
218.9 Notwithstanding § 218.3, an agency head, or his or her designee, may interview a final selectee. Based on the interview, the selectee may be rejected. Whenever a final selectee is rejected, the agency head, or his or her designee, shall create a record establishing the specific business justification(s) for the rejection. In the event the final selectee is rejected, the selecting official may return to the existing register of applicants to make a new selection.
219.1 Personnel authorities shall establish employment programs designed to attract and utilize persons with minimal qualifications, but potential for employment, and other appropriate target groups to provide career development opportunities.
219.2 A person appointed under § 219.1 shall be given a time-limited, temporary or term appointment.
219.3 An employee serving in a Career Service position in a program established under this section or a special Excepted Service appointment as defined at D.C. Official Code § 1-609.04(2) may be converted to a permanent Career Service position based upon competition limited to participants in the respective program.
219.4 An employee converted to a permanent Career Service position pursuant to § 219.3 is subject to any applicable probationary period.
220.1 Except for a person who has a retreat right to a position in the Career Service as provided in Chapters 9 and 10, a person who has served for at least three (3) years shall receive permanent reinstatement eligibility following the date of his or her separation from District government employment if he or she:
220.2 A person having reinstatement eligibility may be appointed noncompetitively to a position with no greater promotional potential than that available under his or her last permanent Career Service position, and at an equivalent grade no higher than the grade of his or her last permanent Career Service position.
220.3 A person reinstated pursuant to this section shall be appointed to a permanent Career Service position.
221.1 All salaries shall be offered and negotiated in accordance with Chapter 11.
221.2 An offer shall be conditioned on any general or enhanced suitability screening required under Chapter 4.
221.3 No enhanced suitability screening shall be performed prior to the candidate receiving and accepting a conditional offer of employment.
222.1 The personnel authority shall design an onboarding program that acclimates employees to the culture and values of the District government and to the employee’s respective agency. At minimum, the onboarding program shall include a comprehensive orientation.
222.2 Employee orientation programs shall include:
222.3 Agencies shall provide new employees with an overview of the agency’s history, mission, vision, and values and how they align with the overall mission of the District government and the Mayor. Agency level orientation programs shall also provide an overview of any applicable agency standard operating procedures, including but not limited to any policies relating to tours of duty, leave, and time reporting.
223.1 An agency shall utilize the probationary period as fully as possible to determine the employee’s suitability and qualifications as demonstrated by the employee’s knowledge, skills, and abilities as well as his or her conduct.
223.2 Generally, a person appointed to a Career Service position shall be required to serve a probationary period of one (1) year. However, individuals appointed to the following positions shall serve a probationary period of eighteen (18) months:
223.3 For purposes of § 223.2(b), “operations positions” mean telephone equipment operators, customer service representatives, and dispatchers.
224.1 Notwithstanding § 224, the personnel authority may identify classes of positions that shall be subject to a probationary period of longer than one (1) year.
224.2 Factors or conditions that would warrant a probationary period requirement longer than one (1) year for a specific class of positions include, but are not limited to:
224.3 An agency seeking a probationary period of longer than one (1) year shall submit a written request for authorization to the personnel authority. The justification shall detail the factors or conditions warranting the longer period, with specific reference to the factors outlined in § 224.2, if applicable.
224.4 Classes of positions subject to probationary periods of longer than one (1) year shall be published online by the personnel authority. Failure to publish classes of positions subject to a probationary period longer than one (1) year shall not affect the existence of the probationary period.
225.1 Satisfactory completion of the probationary period is a prerequisite to continued employment in the Career Service.
225.2 Upon initial appointment, a probationary employee shall be informed of the performance expectations for his or her position. The performance of a probationary employee shall be evaluated as specified in Chapter 14.
225.3 Service credit toward completion of the probationary period shall be given for the following absences:
225.4 The probationary period required by § 223 shall be extended for each workday that an employee is in a non-pay status for any reason.
225.5 A probationary employee who receives paid family leave shall have their probationary period extended by the length of the paid family leave pursuant to § 1286.9.
225.6 An employee who is transferred, promoted, or reassigned before they complete probation shall be required to complete the remaining portion of his or her probationary period.
225.7 Upon the employee’s return from active military duty an employee shall be required to complete the remaining portion of his or her probationary period, if he or she entered such military duty before completing probation and did not complete probation through service credit during active military duty, and if he or she has restoration rights in accordance with §§ 228 and 220.
225.8 Service completed under a temporary or term Career Service appointment or under a special appointment in the Excepted Service as defined in D.C. Official Code § 1-609.04(2) shall be creditable toward completion of the probationary period if:
225.9 No leave granted during a period of advanced notice of termination shall be credited toward completion of the probationary period unless the separation is subsequently reversed.
226.1 Except when the appointment is affected with a break in service of three (3) days or more, or as otherwise specified in this chapter, an employee who once satisfactorily completed a probationary period in the Career Service shall not be required to serve another probationary period.
226.2 An employee who once satisfactorily completed a probationary period in the Career Service shall be required to serve another probationary period when the employee:
227.1 Whenever a Career Service employee fails to perform his or her duties at a satisfactory level during the probationary period, probation shall be terminated and the employee shall be separated from government service.
227.2 When an employee is separated pursuant to § 227.1, the personnel authority shall notify the employee in writing of the effective date of the separation.
227.3 The personnel authority may provide a probationary employee advanced written notice of his or her separation and may place the employee on administrative leave for up to ten (10) days prior to the effective date of the separation.
227.4 Separation from government service during a probationary period is neither appealable nor grievable.
228.1 The following “covered” employees are eligible to be returned to duty:
228.2 Except for uniformed members of MPD and FEMS who have been retired for disability, an agency shall:
228.3 When it can be determined that the employee would have received a promotion had he or she not been absent, the employee shall be promoted effective on the date the promotion would have been made had the employee not been absent.
228.4 Unless occupied by an employee in a higher retention group under Chapter 24, an employee covered by § 228.1(a) or (b) shall be restored to a position of like status and pay in the following order of priority:
228.5 If two (2) or more employees are entitled to be returned to the same position, the employee who left his or her position first shall be returned first.
228.6 If an agency is abolished and its functions are not transferred to another agency, the personnel authority shall secure a list of all employees having return-to-duty rights under this section and shall carry out the return-to-duty process as required.
229.1 An employee who is covered by § 228.1(a) may resign or may be either separated or furloughed, i.e., placed on leave without pay status, by the District while he or she is on military duty by his or her agency. Regardless of the nature of the administrative action taken, all such employees shall be entitled to be returned to duty pursuant to this section. Employees who are eligible for military leave pursuant to § 1262 may use military leave.
229.2 An agency shall not demote or separate an employee while the employee is on furlough or military leave pursuant to § 1262. If the employee's position is abolished during his or her absence, the agency shall reassign the employee to another position of like status and pay upon returning to duty with the District government.
229.3 If an employee returning from military duty applies for re-employment within ninety (90) days after discharge from service, or from hospitalization continuing after discharge for a period of not more than one (1) year, the employee shall be returned to duty as soon as possible, but no later than thirty (30) days after submitting his or her complete application.
229.4 When a disability sustained during military duty disqualifies an employee from returning to a position of right, the personnel authority shall return the employee to duty in a position for which he or she is qualified and provides like status and pay, to the extent possible.
230.1 An agency shall carry employees covered under § 228.1(b) on leave without pay for two (2) years (the “two- (2) year period”) from the date of lessening of disability as determined by the Public Sector Workers’ Compensation Program or, in the case of an employee holding a temporary or term appointment, until the expiration of the appointment, whichever occurs first.
230.2 At the end of the two- (2) year period, an agency shall separate the employee according to the procedures established in § 1605. An employee holding a temporary or term appointment that expires during the two- (2) year period shall be separated upon the expiration of his or her temporary or term appointment.
230.3 While on leave, employees shall be subject to the same terms and conditions of employment as though the disability had not occurred.
230.4 When an employee is medically capable of resuming full-time employment, the employee shall be immediately returned to duty in his or her former position, or its equivalent, unless the employee is no longer fit for duty or held a temporary or term appointment that expired. For purposes of this subsection, an equivalent position includes a reassignment or transfer to another position at no less than the employee’s preinjury salary.
230.5 When an employee is not medically capable of resuming full-time employment because of compensable injury within the two- (2) year period, and is separated pursuant to § 230.2, the employee shall be provided priority consideration for re-employment to the position he or she occupied, or its equivalent, provided he or she is fit for duty and applies for re-employment within thirty (30) days of termination of workers’ compensation indemnity payments.
231.1 A transfer occurs when an employee moves from a position under one personnel authority to another position under a different personnel authority. Transfers shall be coordinated between the respective personnel authorities.
231.2 An employee may be transferred noncompetitively from his or her current position to a new position under a different personnel authority when the new position is of the same or equivalent grade and has no additional promotional potential.
231.3 Whenever a transfer alters the substantive rights or benefits of an employee, the employee must agree to the transfer in writing. Substantive rights and benefits include, but are not limited to, employee movements from a unionized position to a non-unionized position and a change in the employee’s enhanced suitability requirements.
232.1 A reassignment occurs when an employee is permanently moved from one position to another at the same or equivalent grade within an agency or to another agency under the same personnel authority.
232.2 A personnel authority may reassign an employee to another position when the reassignment is to a position in the same service (Career or Educational) at an equivalent grade with no additional promotional potential, and the employee is qualified for the new position.
232.3 Whenever a reassignment alters the substantive rights or benefits of an employee, the employee must agree to the reassignment in writing. Substantive rights and benefits include, but are not limited to, employee movements from a unionized position to a non-unionized position and a change in the employee’s enhanced suitability requirements.
233.1 A detail occurs when an employee is temporarily reassigned to a position at the same or equivalent grade.
233.2 Details may be made within an agency or to another agency under the same personnel authority. Details are also authorized between personnel authorities provided both authorities agree to the details.
233.3 Details shall be temporary in nature to meet a time-limited employment need of not more than 180 days.
233.4 The personnel authority may extend the time limit established in § 233.3 for good cause.
234.1 A promotion occurs when an employee is permanently appointed to a position at a higher equivalent grade or to a position with additional promotional potential.
234.2 Promotions may be made within an agency or to another agency under the same personnel authority. A promotion is also authorized between personnel authorities provided both authorities agree to the promotion.
234.3 Except as provided in § 207.2 or § 228.3, employees shall be promoted using competitive appointment procedures.
234.4 To be eligible for promotion, a candidate shall meet the minimum qualification standards adopted for the position and time-in-grade requirements.
234.5 The personnel authority shall ensure that each employee within the area of consideration who is absent for a legitimate reason receives appropriate consideration for promotion. Absences for legitimate reasons include, but are not limited to, absences due to detail, authorized leave, training, military service, disability, and temporary assignments pursuant to Chapter 27.
235.1 A temporary promotion occurs when an employee is reassigned to a different position at a higher equivalent grade or to a position with additional promotional potential to meet a time-limited employment need.
235.2 Temporary promotions may be made to positions within an agency or to another agency under the same personnel authority. A temporary promotion is also authorized between personnel authorities provided both authorities agree to the temporary promotion.
235.3 Temporary promotions shall last no fewer than thirty (30) days and, except as provided in § 235.7, no longer than four (4) years to fulfill a specific time-limited need or project.
235.4 An agency may temporarily promote an employee without competition for no longer than 180 days. Agencies shall use competitive appointment procedures for temporary appointments that exceed 180 days.
235.5 Employees who are temporarily promoted shall be notified in writing as to the terms of the temporary promotion, including the date the promotion expires.
235.6 The personnel authority may extend a temporary promotion so long as the total length of the temporary promotion does not exceed four (4) years, except that this period may be extended as provided in § 235.7. Any changes in the terms of a temporary promotion, including its duration, shall be reduced to writing and provided to the employee.
235.7 When a temporary promotion is supported by grant funds, the personnel authority may extend a temporary promotion beyond the four (4) year limit, provided the grant supports a specific, time-limited project and is not indefinite in nature.
235.8 Upon fulfillment of the temporary employment need, completion or termination of the assigned project, or the expiration of the temporary promotion, whichever occurs first, the agency shall return the employee to the position from which he or she was temporarily promoted or to a position with equivalent pay and promotional potential for which he or she is qualified.
235.9 Competitive temporary promotions may be made permanent without further competition.
236.1 A demotion occurs when an employee is permanently reappointed from his or her current position to a new position at a lower equivalent grade or to a position with lesser promotional potential.
236.2 Demotions may be made within an agency or to another agency under the same personnel authority. Demotions are also authorized between personnel authorities provided both authorities agree to the position change.
236.3 A personnel authority may demote a Career Service employee for cause pursuant to the procedures established in Chapter 16, provided the employee qualifies for the new position.
236.4 An employee may voluntarily accept a demotion to a new position, provided the employee is qualified for and accepts the new position with the lesser rights or benefits in writing.
237.1 Employees may be detailed, reassigned, transferred, or promoted, consistent with this chapter, provided the employee has served in his or her current position for at least three (3) months. Three (3) months of service is not required for position changes due to reclassification.
237.2 A detail, reassignment, transfer, or promotion to a position with less rights or benefits may only be effected when the employee waives those rights or benefits in writing. Such a waiver shall be included in the employee’s official personnel record.
237.3 No Career Service employee may be detailed, temporarily promoted, reassigned, or transferred from a non-covered position to a covered position, as defined by Chapter 4, unless the employee first agrees in writing to the required enhanced suitability screenings.
237.4 Except when waived, any employee's right to continued employment shall not be impacted by a promotion, demotion, or reassignment.
237.5 An agency may move an employee from one position to another when:
238.1 Employees may advance by promotion or appointment no more than one (1) grade interval, except when he or she meets the following time-in-grade requirements:
238.2 Notwithstanding § 238.2, the personnel authority may, but is not required to, waive the time-in-grade requirement when the employee competes for the higher-graded position and is selected based on objective business criteria. Objective business criteria include:
238.3 If selected for the higher-grade position, an employee who was granted a waiver of the time-in-grade requirements shall be required to complete one (1) year of service in the new position before he or she is eligible for further promotion.
238.4 When applying the time-in-grade requirements of this section and crediting prior service and experience towards meeting time-in-grade, an employee will receive credit for:
238.5 The personnel authority shall develop procedures for the granting of waivers of the time-in-grade requirements and the circumstances and conditions for crediting prior service towards meeting time-in-grade.
238.6 The personnel authority may not grant time-in-grade waivers for career ladder promotions.
240.1 An individual appointed, or one reappointed, to a position within the Educational Service in the Office of the State Superintendent of Education (OSSE) shall serve without tenure, except for employees:
240.2 Except for the State Superintendent of Education and any Excepted Service employees, every employee of OSSE shall be classified as an Educational Service employee.
240.3 An OSSE employee in the Educational Service shall serve a one (1)-year probationary period from his or her date of hire and may be terminated without notice or evaluation. Separation from government service during a probationary period is neither appealable nor grievable.
240.4 Except for those excluded by § 240.1, and notwithstanding § 1602.1, OSSE employees in the Educational Service who have satisfied their probationary period serve “without job tenure” and may be separated for any reason, or no reason at all, provided the employee:
240.5 An employee referred to in § 240.4 may be terminated without notice or evaluation for the following reasons:
240.6 An employee terminated for non-disciplinary reasons pursuant to § 240.3 may be given separation pay in accordance with § 913.
240.7 Sections 1614 and 1625 shall not apply to employees separated pursuant to § 240.3.
241.1 No person shall interfere in the competitive process by influencing another person to withdraw from competition for any position, for the purpose of either improving or injuring the prospects of any applicant for appointment or selection.
241.2 No public official or personnel authority may appoint, employ, promote, or advance an individual in or to a position in an agency if such appointment, employment, promotion, or advancement has been advocated by a public official who is serving in or exercising jurisdiction or control over the agency and is a relative of the individual.
For the purposes of this chapter, the following definitions apply:
Area of consideration ─ the area in which applications will be accepted in a specific recruitment action.
Break in service ─ the period between separation and reemployment.
Career ladder ─ A career ladder is a permanent appointment with a sequential series of positions and grades, in the same line of work, with duties that increase in difficulty from the entrance level to the grade level classified as full performance.
Career Service ─ all positions, including part-time positions, of the District government that are not included in the Educational Service, Excepted Service, Legal Service, Management Supervisory Service, or Executive Service.
Conversion ─ the changing of a temporary or term Career Service position to a permanent Career Service position.
Days ─ calendar days for all periods of more than ten (10) days and business days for all periods of ten (10) days or less.
Demotion ─ the permanent appointment of an employee from his or her current position to a new position at a lower equivalent grade or to a position with lesser promotional potential.
Detail ─ the temporary reassignment of an employee to another position at the same or equivalent grade.
Employee ─ an individual who performs a function of the District government and receives compensation for the performance of such services, excluding contractors and their employees or subcontractors.
Equivalent grade – when comparing two (2) salary schedules, two (2) grades on the respective schedules are equivalent when the midpoint salaries for both grades are plus or minus ten percent (+/- 10%).
Foster care ─ Twenty-four (24)-hour substitute care for children placed away from their parents or guardians for whom the Child and Family Services Agency has placement care and responsibility.
Foster child ─ a child who comes under the jurisdiction of the Superior Court of the District of Columbia pursuant to D.C. Official Code § 16-2320 or whose parents’ parental rights have been relinquished pursuant to D.C. Official Code § 4-1406.
Manager ─ an employee vested with the authority to direct the work of an organization; held accountable for the success of specific line or staff functions; responsible for supervision of staff, monitoring and evaluating the process of an organization toward meeting goals; and making adjustments in objectives, work plans, schedules, and commitment of resources. A manager serves as a head or assistant head of a major organization or specialized project of marked difficulty, responsibility, or community significance.
Open competition ─ a hiring process that considers all applicants within an area of consideration for a given job.
Personnel authority ─ an individual or entity authorized by law to implement personnel rules and regulations for employees of an agency or group of agencies of the District of Columbia. For purposes of this chapter, the Mayor's personnel authority is delegated to the Director of D.C. Department of Human Resources.
Planned management action ─ an action wherein management has a recognized option or alternative to assign work between two (2) or more employees and assigns the work to a particular employee.
Position change ─ a promotion, demotion, reassignment, or transfer.
Probationary period ─ except otherwise specified in this chapter, a one-year (1-year) trial period when an employee must demonstrate his or her qualification and ability for the position.
Promotion ─ the change of an employee to a position at a higher equivalent grade or with additional promotional potential.
Public official ─ an officer, an employee, or any other individual in whom authority by law, rule, or regulation is vested, or to whom the authority has been delegated to select, appoint, employ, promote, reassign, demote, separate, or recommend individuals for any of these actions.
Qualified candidates ─ those who meet established qualification requirements for the position, including any selective factors.
Reassignment ─ the permanent change of an employee from one position to another without promotion or demotion under the same personnel authority.
Relative ─ a person’s father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half-brother, or half-sister.
Register ─ a list of eligible applicants for a given vacancy announcement.
Selective factors ─ knowledge, skills, or abilities essential for successful performance of a job, which are in addition to the basic qualification standard for a position.
Temporary appointment ─ a time-limited appointment as described in § 209.1.
Temporary promotion ─ a time-limited promotion as defined in § 235.1.
Term appointment ─ a time-limited appointment as described in § 209.2
Transfer ─ movement of an employee from one personnel authority to another personnel authority at the same equivalent grade and with the same promotional potential.
The following D.C. Register citations identify when a given section(s) of the District of Columbia Municipal Regulations, was amended. Following the publication in the D.C. Register of subsequent final rulemaking notices, this Addendum will be updated accordingly. For the convenience of Electronic-DPM (E-DPM) readers, the Addendum identifies amendments on a section-bysection basis, and provides brief comments on the amendment(s) accomplished.
|D.C. Register Date||Section(s)||Comments|
|Vol.68 - No.12 (2/1/2021)||All||Chapter 2 renamed to "Talent Acquisition" (formerly named "Retention of Personnel RIghts and Benefits" and provisions are amended in their entirety. Changes include: (1) repealing the prior outdated rules contained in Chapter 2; (2) incorporating strategic concepts from the human resources field, such as workforce planning, recruitment strategies, and onboarding; and (3) incorporating into the chapter and amending relevant provisions from Chapters 7 and 8. These rules have been reorganized for ease of use and were updated to reflect the District government’s current practices.|
|69 DCR 010387 (8/12/2022)||206.1||
Minor clerical updates to § 206.1 to make clear job qualifications are published by the United States Office of Personnel Management.